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How do you manage Generation Z?

Published on 13 March 2025
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The new generations: an exciting challenge for today's leaders. Find out how to manage Generation Z successfully using innovative strategies adapted to their unique way of working. An overview with Julien Haucourt, management and communication expert.

Illustration of the ORSYS article "How to manage Generation Z?"

Generation Z, how do you define it?

Generation Z is made up of young people born between the end of the 1990s and the end of the 2000s. They are highly active and connected. They are often described as digital natives because they have grown up with digital technologies as a natural extension of themselves.

This generation can be divided into two groups:

  • Zs born before 2000
  • Z born after 2000

There are three main characteristics of Generation Z:

This generation stands out for its innovative approach to the challenges of the modern world.

Generation Z at work

Members of Generation Z have very clear expectations. Firstly, they attach great importance to work-life balance. Secondly, they value flexibility and autonomy. Finally, they are looking for deep meaning in their actions at work.

The values of Generation Z at work : 

It is therefore in the interest of managers to highlight the company's vision in order to unite and mobilise these young talents.

According to a study by the IESEG School of Management, young people entering the job market are above all looking for autonomy, meaning, the opportunity to expand their knowledge and a physical workspace.

Generation Z also embodies a unique blend of entrepreneurial ambition, social commitment and technological connection. This is already having a profound influence on the way leadership and management are approached in modern organisations.

Generation Z is also bringing a breath of fresh air to the world of work. With their natural mastery of technological tools, they place a premium on instant communication.

The manager's mission: to give vision and meaning to Generation Z

As a manager, it is essential to provide generation Z with a clear vision and a goal to motivate them. More than ever, this new generation is looking to understand the impact of their actions and to feel connected to the company's overall objectives.

The WHY is more important than the HOW.

The manager's vision must therefore be inspiring, motivating and aligned with the values of Generation Z. By communicating this vision effectively, managers can create a sense of belonging among their employees and encourage them to invest fully in their mission. To do this, they and the company can use their mission statement and tools such as the golden circle.

Mission statement

It's your raison d'être, your vision: it can be summed up in a few words.

Examples:

The mission statement can be drawn up at company level, but also at department level, by the team and its manager.

The golden circle

Inherited from the world of marketing and advertising, it allows you to answer these two questions in all circumstances:

In other words, why do we do what we do and how do we do it?

Can you answer these two questions in a few words?

Finally, the vision must be embodied in concrete actions on a daily basis. The manager needs to set the course regularly. The consistency between vision and actions also stems from its posturehis integrity and its exemplary. It also reinforces his leadership and therefore the impact of his vision. What's more, all instructions must begin with their purpose. This means answering the question: "What's the point?

Soft management for a better understanding of Generation Z

Soft management is an essential approach to better understanding and managing Generation Z within the company.

Unlike more rigid traditional methods, soft management focuses on :

For their part, members of Generation Z appreciate managers who :

  • demonstrateempathy
  • are able to flexibility
  • enhance the well-being at work

By adopting this gentle, inclusive approach, managers can therefore establish trusting relationships with these young employees in search of meaning.

Participative management to better include Generation Z

Offering opportunities for progression to Generation Z

It is essential to provide opportunities for professional development and continuing education to enable members of Generation Z to progress and flourish in their careers.

Employees who enter the job market are not "married to their company". At best, they are loyal to the team and to the manager if they recognise the latter's expertise. Progressing within the company is not an end in itself. However, they are keen to progress.

That's why it's in a manager's best interest to set up a skills-based management.

Work-life balance

The balance between professional and personal life is also an area that needs to be cultivated. 

More than just a paradigm shift with regard to work, a work/life balance helps to prevent burnout and promotes employee well-being.

But how to do it ?

In conclusion, managing Generation Z effectively means first of all understanding its unique characteristics, and then adapting your strategy accordingly. Managers can create a positive working environment for their 'Z' employees and facilitate cohabitation with other generations by using simple levers: upward and transversal communication, participative leadership and a clear vision. The final piece of advice? Managers, adopt a proactive approach and remain open to new ideas and perspectives!

Our expert

Julien HAUCOURT

Management, communication

After 15 years in communications and then human resources, he is now [...]

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